Polarity provides deep sight into talent pools that organizations don’t even know they have sitting in their own corridors. Failure to manage the messages coming out of your organisation’s talent is evidenced in unnecessary added overhead, excessive administrative issues, and reduced productivity which ultimately reduces profitability.
Talent Management is not a human resource function, as is commonly misconceived. It is rapidly being recognised as the most imporant consideration that senior management and stakeholders can make of their organisations.
The following are the main functional aspects of organisational talent management:
- Understanding your base of talent
- Attracting the right talent into your organisation, aligned with your strategic organisational objectives
- The development of talent within your company
- Knowledge and skills transfer
- The retention of talented individuals through ideally designed and functional physical, communicative and emotionally advanced environments
Exceptional talent management goes way beyond these main aspects. A highly pro-active engagement and ownership of this discipline, at very senior levels, is required for creating the validity and value in being able to listen to how the organisation’s people are constantly communicating ….the art is in being able to identify these messages, no matter how subliminal.
Real talent management will include the stimulation of change, mentoring and the empowerment of people which results in cohesive teams who exceed the draw-card of alternative employment for the sake of higher pay cheques. Managing the change of the unfolding talent resource is an exciting journey for individuals and organizations. Watching the talent deliver in leaps and bounds is even more rewarding.